An interview in which an applicant is asked questions about what he or she actually did in a given situation

compensatory model

A selection decision model in which a high score in one area can make up for a low score in another area

construct validity

The extent to which a selection tool measures a theoretical construct or trait

content validity

The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job

criterion-related validity

The extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior

cross-validation

Verifying the results obtained from a validation study by administering a test or test battery to a different sample (drawn from the same population)

multiple cutoff model

A selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions

multiple hurdle model

A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages

negligent hiring

The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others

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nondirective interview

An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks

panel interview

An interview in which a board of interviewers questions and observes a single candidate

predictive validity

The extent to which applicants’ test scores match criterion data obtained from those applicants/employees after they have been on the job for some indefinite period

Reliability

The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures

selection

The process of choosing individuals who have ­relevant qualifications to fill existing or projected job openings

selection ratio

The number of applicants compared with the number of people to be hired

situational interview

An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it

structured interview

An interview in which a set of standardized questions having an established set of answers is used

validity

The degree to which a test or selection procedure measures a person’s attributes

validity generalization

The extent to which validity coefficients can be generalized across situations

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